In chapter 10 I found the answers to a lot of questions that I had about one of my former employer's firing practices. It was very interesting to read about why they would do some of the things they did, especially in an at-will employment state.
The concept that I had been wondering about was why my employer wouldn't just terminate those employees that were not performing at a level that was even half of the expected performance level. It was very frustrating to watch as they tried to find some other reason to fire them, and at times the reasons they found were worse in my opinion than simply firing the person for not performing.
There are many reasons that I found that told me why my employer was so careful with firing people. The biggest was fear of a lawsuit. This fear drove them to develop policies on termination that left them almost no way of keeping good employees and weeding out those who needed to be weeded out.
There is so much involved in trying to keep turnover low, but is it a good decision some times to just terminate an employee and start over? To what point should an employer go to keep a high performing employee content?
How can employers keep themselves safe from lawsuits and still leave themselves elbow room when terminating employees fairly?
7 years ago